Secondary Principals Collective Agreement Table of Contents

Transcription

1 PAGE 1 Secondary Principals Collective Agreement Table of Contents Part One Application of the Agreement 1.1 Coverage 1.2 Name of Contract 1.3 Term of Agreement 1.4 Definitions 1.5 Declaration Pursuant to State Sector Act 1.6 Variation Clause 1.7 Retirement Savings Part Two General Provisions 2.1 Responsibilities of the Board 2.2 Responsibilities of the Principal 2.3 Good Employer/Equal Employment Opportunities 2.4 Advertising Positions 2.5 Permanent Positions 2.6 Health and Safety Part Three Remuneration 3.1 Principals Salaries 3.2 Definition of Roll 3.3 Expenses 3.4 Changes to U Grade and Decile Funding 3.5 General 3.6 High Priority Principals' Allowance Part Four Professional Leadership and Annual Review Process 4.1 Performance Agreement 4.2 Performance Review 4.3 Working Relationship 4.4 Secondary Principals Career Structure Part Five Leave 5.1 Eligibility 5.2 Sick Leave 5.3 Parental Provisions 5.4 Bereavement/Tangihanga Leave 5.5 Leave for Family Reasons 5.6 Refreshment Leave 5.7 Special Leave 5.8 Travelling Time for Leave Purposes 5.9 Leave Records 5.10 Annual Leave 5.11 Public Holidays 5.12 Sabbatical Leave Scheme

2 PAGE 2 Part Six Disciplinary Provisions 6.1 General Principles / Process 6.2 Competency 6.3 Discipline 6.4 Suspension 6.5 Dismissal Part Seven Termination for Medical Reasons 7.1 Termination for Medical Reasons Part Eight Disestablishment 8.1 Disestablishment Part Nine Resignation 9.1 Resignation Part Ten Removal Expenses 10.1 Eligibility 10.2 Entitlement 10.3 Travel Expenses 10.4 Accommodation Expenses 10.5 Furniture Removal 10.6 Amount of Refund 10.7 Legal Fees and Land Agent s Commission 10.8 Penalty Mortgage Repayment Charges 10.9 Transfer Grants Leave to Remove Dependants and Effects Expenses to Visit Prospective Accommodation Telephone Reconnection Charges Part Eleven Resolving Employment Relationship Problems 11.1 Resolving Employment Relationship Problems Part Twelve Miscellaneous Appendix A Terms of Settlement SIGNATORIES SCHEDULE A - SCHOOL CLOSURE PROFESSIONAL STANDARDS

3 PAGE 3 Part One - Application of the Agreement 1.1 Coverage This agreement is entered into by: The Secretary for Education acting under delegation from the State Services Commissioner made pursuant to section 23 and acting in accordance with section 74(5) of the State Sector Act 1988 (as amended by the Employment Relations Act 2000); and The New Zealand Post Primary Teachers Association (NZPPTA); and The Secondary Principals Association of New Zealand Inc (SPANZ) In terms of section 74(6) of the State Sector Act 1988 (as amended by the Employment Relations Act 2000), this agreement is binding on: principals employed in State or State integrated secondary schools, as defined in 1.4.1(g), who are or who become members of the NZPPTA or who have given or who give their bargaining authority to SPANZ; every employer of a principal described in clauses In relation to new boards of trustees the parties agree that: where a new board of trustees of a school is created from the establishment of a new State secondary (including integrated) school or the amalgamation or merger of any employers bound by this agreement, then the new board shall in terms of clause also be bound by this agreement; any board bound by this agreement in terms of clause which whilst remaining a State secondary (including integrated) school changes its name shall remain bound by this agreement; in accordance with section 74 (6) of the State Sector Act (as amended by the Employment Relations Act 2000), any board employing a principal who authorises the NZPPTA or SPANZ to represent them shall become bound by this agreement In relation to new appointments to the position of principal of a secondary school the following provisions will apply: where the principal is a member of the NZPPTA or has given their bargaining authority to SPANZ, the principal shall be employed according to the terms of this agreement and shall become bound by it; where the principal is not a member of NZPPTA nor has given their bargaining authority to SPANZ, the principal shall be employed according to the terms of this agreement for the first 30 days, advised that she/he may join either NZPPTA or SPANZ and how to contact them and informed that if she/he joins either organisation, she/he shall become bound by this collective agreement.

4 PAGE All previous contracts or agreements shall be superseded by this agreement. 1.2 Name of Agreement This Agreement shall be called the Secondary Principals Collective Agreement and referred to as "the agreement". 1.3 Term of Agreement This agreement is effective from 8 April 2013 and shall expire on 31 March 2016, except as provided by section 53 of the Employment Relations Act Definitions The following definitions apply unless the agreement otherwise specifies: (d) (e) (f) "Advertised" means advertised in the Education Gazette; NZPPTA, means the New Zealand Post Primary Teachers Association and union or association shall have the same meaning; "Employer" or board shall mean a board of trustees or where a Commissioner has been appointed under Part 9 of the Education Act 1989 to act in place of the board of trustees, the Commissioner. Note: In relation to a dispute about the interpretation, application or operation of this agreement, the employer shall act, if the State Services Commissioner and/or the Secretary for Education acting under delegation so requires, together or in consultation with the State Services Commissioner and/or the Secretary for Education; Employee means a principal who is, or who becomes bound by this agreement under its coverage provisions; "Principal" shall mean a secondary school teacher who has been fully registered or provisionally registered or registered subject to confirmation by the Teachers Council and who has been appointed to the position of principal of a secondary school; SPANZ shall mean the Secondary Principals Association of New Zealand Inc; (g) Secondary school shall mean a year 9-13 (form 3-7) or a year 7-13 (form 1-7) school. This includes junior high schools and senior high schools.

5 PAGE Declaration Pursuant to State Sector Act Pursuant to section 75(1) of the State Sector Act 1988 the terms and conditions contained in this agreement are declared actual terms and conditions, provided that concurrence may be given from time to time by the Secretary for Education under authority delegated from the State Services Commissioner to additional terms and conditions, where such terms are not inconsistent with the terms and conditions contained in this collective agreement; and/or to salary rates or allowances being treated as minimum rates, where there is agreement to this between the employer and the principal. Note: Where an individual employee had such a concurrence issued by the State Services Commissioner or the Secretary for Education on the coming into force of this agreement, that concurrence is rescinded and the employee s board will need to reapply to the Secretary for Education. Further information on concurrences can be found on the Ministry of Educations Website at Variation Clause The parties agree that the terms and conditions contained in this agreement may be varied at any time by written agreement between NZPPTA and SPANZ on behalf of employees bound by this agreement and the Secretary for Education, acting under delegation from the State Services Commissioner made pursuant to section 23 of the State Sector Act 1988; any such variation thereby binding employers of employees covered by the agreement in accordance with section 74(6) of the State Sector Act 1988 (as amended by the Employment Relations Act 2000). 1.7 Retirement Savings Principals are eligible to join Kiwisaver schemes in accordance with the terms of those schemes Employer or government contributions to retirement or superannuation schemes which are closed to new members (and include the Teachers Retirement Savings Scheme, the State Sector Retirement Savings Scheme and the Government Superannuation Fund), shall continue in accordance with the terms of those schemes A principal can receive an employer contribution to only one retirement scheme. A principal can choose which scheme that employer contribution shall go to and is advised to consider the terms and conditions of each scheme in exercising that choice.

6 PAGE 6 Part Two - General Provisions 2.1 Responsibilities of the board The board shall act as a good employer in all its dealings with the principal. For the purposes of this agreement a good employer is an employer who treats employees fairly and properly in all aspects of their employment The board shall ensure that a performance agreement with the principal is in place and undertake an annual performance review as outlined in part four of this collective agreement The board shall take all reasonable steps to ensure that the principal is provided with adequate resources to fulfil the responsibilities and duties required of the principal under this collective agreement. 2.2 Responsibilities of the Principal The principal shall honestly and diligently carry out the duties and responsibilities as set out in the job description provided to them by the board on appointment and shall work such reasonable hours as may be required for them to do so. It is recognised that this may necessitate more than 40 hours per week The principal shall not, except so far as may be necessary for the proper performance of the principal s duties and responsibilities, or as may be required by law: disclose to any person any confidential or official information that has come to the principal s knowledge in the course of the performance of the principal s duties and responsibilities; use or attempt to use any such confidential or official information for the principal s own personal benefit, or for the benefit of any other person or organisation, or in any manner whatsoever Upon the termination of employment, the principal shall deliver to the board any confidential or official information, and any other property of the school, the board or the Crown which may be in the principal's possession or under the principal's control. 2.3 Good Employer/Equal Employment Opportunities Attention is drawn to Part 7A of the State Sector Act 1988 which outlines the responsibilities of the employer with regard to the operation of a personnel policy that complies with the principles of being a good employer and the equal employment opportunity responsibilities of the employer. 2.4 Advertising Positions All positions of at least one year s duration shall be advertised nationally. 2.5 Permanent Positions

7 PAGE All appointments to advertised positions shall be permanent unless there are genuine reasons based on reasonable grounds for appointment for a fixed term. 2.6 Health and Safety The parties recognise the importance of ensuring good and safe working conditions through Health and Safety in the workplace and that it is a mutual obligation of the employer and employees to achieve this through a participative approach. To this end, the employers and employees attention is drawn to the Health and Safety in Employment Act This and other legislation, relevant Codes of Practice and Guidelines are the reference points for gaining a common understanding of what those obligations are, what will assist in meeting those mutual obligations and also in promoting best practice. Where a principal s health and safety is shown to be at risk in the carrying out of her/his duties the employer shall take all reasonable steps as are necessary to remove or minimise the identified risk for the principal and if appropriate, to do so in consultation with the relevant health and safety authorities.

8 PAGE 8 Part Three - Remuneration 3.0 A principal s remuneration shall include the U Grade rate, the staffing funding component, the decile payment (where applicable), the payment for Leadership and Realising Youth Potential, the High Priority Principals Allowance (where applicable) and the Secondary Principals Career Allowance made under clause 4.4 (where applicable). 3.1 Principals Salaries The following U grade rates shall apply: U-Grade Roll size Rates prior to 8 April 2013 Rate effective 8 April 2013 Rate effective 8 April $74,125 $75,237 $76, $82,260 $83,494 $84, $89,090 $90,426 $91, $96,071 $97,512 $98, $103,052 $104,598 $105, $107,042 $108,648 $110, $111,196 $112,864 $114, $115,353 $117,083 $118, $118,178 $119,951 $121, $121,003 $122,818 $124, $125,125 $127,002 $128, $129,248 $131,187 $132, $133,103 $135,100 $136, ,200 $136,959 $139,013 $140, ,201-2,400 $140,334 $142,439 $144, ,401+ $143,708 $145,864 $147, The staffing funding component (subject to the note below) is generated by the relevant formula below: Rates prior to 8 April 2013 Total Teacher Staff = 13; staffing funding = ($690 x Total Teacher Staff) + $2,686 Total Teacher Staff > 13; staffing funding = ($136 x Total Teacher Staff) + $10,263 Rates effective 8 April 2013 Total Teacher Staff 13; staffing funding = ($700 x Total Teacher Staff) + $2,726 Total Teacher Staff > 13; staffing funding = ($138 x Total Teacher Staff) + $10,417 Rates effective 8 April 2014 Total Teacher Staff 13; staffing funding = ($709 x Total Teacher Staff) + $2,760 Total Teacher Staff > 13; staffing funding = ($140 x Total Teacher Staff) + $10,547

9 PAGE 9 The staffing funding component is based on total teacher staffing that includes entitlement, attached and resource staffing, in addition to entitlement staffing transfer, teacher specific time allowances and staffing for attached units under Boards of Trustees as determined in the Ministry staffing notice. It does not include teachers who may be employed above entitlement from a Board s operations funding. Note: Any principal who continues to be eligible for the grandparenting of the previous supplementary grant formula as per the conditions of the promulgated Secondary Principals IEC 1998, shall have this formula used to calculate the salary entitlement under This shall be subject to any conditions relating to that grandparenting that were applied at that time Principals in decile 1-4 schools shall also receive a payment in addition to and 3.1.2, according to the following tables: Decile 1 or 2 schools Decile 3 or 4 schools U Grade Rates U Grade Rates 1 $3,633 1 $1,817 2 $4,123 2 $2,061 3 $4,472 3 $2,235 4 $4,821 4 $2,411 5 $5,171 5 $2,585 6 and 7 $5,380 6 and 7 $2,690 8 and 9 $5,800 8 and 9 $2, and 11 $6, and 11 $3,039 12, 13, 14, 15 & 16 $6,289 12, 13, 14, 15 & 16 $3, Leadership in Realising Youth Potential Each principal of a secondary school shall be entitled to: (i) a per annum payment, paid fortnightly, of $3500; (ii) a per student payment of $3.00 per annum, paid fortnightly, for each Year student. From 8 April 2015 the per student payment, paid fortnightly for each Year student will be $6.00 per annum for principals of decile 1 to 4 schools (inclusive) or $4.00 per student for principals of decile 5 to 10 schools (inclusive). These payments are in recognition of the work that principals will do to develop and implement actions to increase the retention, engagement, and achievement of students in secondary schooling, help young people build on their qualifications when they leave school, and to progress along clear pathways into sustainable employment. No student may create more than one payment in any one year. Foreign fee paying students and adult returning students are excluded from the per student payment in 3.1.4(ii). Note: The roll for determining this payment shall be set annually and be the greater of the GMFS roll or the March 1 confirmed roll of the following year.

10 PAGE Definition of roll For the purposes of determining a principal s U grade as per and roll shall mean the greater of the GMFS roll or the 1 March roll of the following year, as determined by the relevant Staffing Order in Council, except that students who are included in the Ongoing Resourcing Scheme (at 1 July for the September school roll purposes) shall be counted on the following basis: students classified as very high under the Ongoing Resourcing Scheme shall be counted as six instead of one; students classified as high under the Ongoing Resourcing Scheme shall be counted as three instead of one. 3.3 Expenses The principal shall be entitled to reimbursement of the actual and reasonable expenses incurred by the principal in the proper performance of the principal's duties in accordance with the reimbursement provisions applying to teachers in the school and as specified in the applicable Secondary Teachers Collective Agreement or as may be approved by the board. Reimbursement shall be made out of the school's operational funds Removal expenses shall be available to the principal and funded by the Ministry as provided for in Part 10 of this agreement. 3.4 Changes to U Grade and Decile Funding Where the salary rate of the principal as specified in clause changes as a result of a drop in the U grade of the position (determined by the greater of the GMFS roll or the confirmed 1 March roll of the following year) and the principal s salary exceeds the rate for the new U grade, the following shall apply: the amount of the principal s U grade payment above the rate for the new U grade will be protected for a period of 24 months inclusive of the school year that the new U grade is confirmed in the 1 March roll; after the 24 month period of U grade protection, the principal shall be paid no more than the appropriate U grade for the position; U grade protection under this clause shall lapse if the principal accepts an alternative position or is appointed to a new position in another school Where the U grade of the principal s position increases, (as determined by the greater of the GMFS or the confirmed 1 March roll of the following year), the principal will move to the new U grade rate from the beginning of the new school year in which the 1 March roll is determined For clarity, salary protection includes the U grade (3.1.1) and any applicable decile rating (3.1.3). It does not include the salary generated by the staffing funding component formula in 3.1.2, the Secondary Principals Career Structure allowance (4.4) and the payment for leadership in realising youth potential (3.1.4) In the event of a change in the school s decile rating the change in the decile rate will be effective from the beginning of the following year; except that where the change to the decile would reduce the decile rating of the principal, the existing rate will be protected for a period of 24 months from the first day the change takes effect.

11 PAGE General The remuneration received by the principal pursuant to this agreement shall be deemed to compensate fully the principal for all time worked and duties performed under this agreement Nothing in this agreement shall affect the principal s entitlement to continue making contributions to the Government Superannuation Fund and to receive all benefits that the principal may be entitled to under the Government Superannuation Fund Act Nothing in this agreement shall affect the principal s entitlement to continue making contributions to the SSRSS and TRSS and other government approved retirement savings schemes and to receive all the benefits that the principals may be entitled to under these schemes It is noted that the rules for the retirement schemes differ with regard to the components of remuneration which form part of the contributions to the schemes. 3.6 High Priority Principals' Allowance The High Priority Principals Allowance (HPPA) provisions below shall apply to principals employed in those secondary schools identified by the Ministry of Education as requiring additional support for recruitment and retention. The schools identified by the Ministry are those set out in separate advice and may be changed by the Ministry as needs change, no more than annually, after consultation with the NZPPTA and SPANZ. Full-time fully registered teachers employed as principal on a permanent or long-term relieving basis of two consecutive terms or more shall be entitled to receive the allowance of $3000 per annum. Principals moving to a school which has been designated as a HPPA status are entitled to either the transfer and removal provisions of this agreement or the National Relocation Grant. On completion of a minimum of three years' continuous service in one or more HPPA schools a principal shall have access to the transfer and removal provisions of this Agreement when moving from this category of school to another principal position in a state or integrated school. In the event that a school is removed from the HPPA coverage, a principal in receipt of the HPPA immediately prior to that change, shall continue to receive the allowance until the end of the school year. Principals so affected shall retain their entitlement to the transfer and removal provisions of this Agreement for a further three years.

12 PAGE 12 Part Four - Professional Leadership and Annual Performance Review 4.1 Performance Agreement (d) (e) The board shall put in place an annual performance agreement and carry out a review (appraisal) of the principal every year. The purposes of this process are to ensure the principal is aware of the board s objectives, assist the principal s professional learning and development and improve/acknowledge performance (i.e. it is about both accountability and development). The performance agreement shall reflect the school s strategic and annual plans and the principal s job description and shall take into account the professional standards (as appended at the back of this agreement), the preceding year s review report where relevant and the New Zealand Teachers Council criteria for registration as a teacher. The performance agreement and review process is an integral part of the professional criteria by which a principal may advance in professional leadership through the career stages of 4.4. The performance agreement shall be in writing and a signed copy kept by both the board and principal The performance agreement shall be developed in consultation with the principal and it shall detail: objectives for that year including relevant professional standards; a professional learning and development plan for the principal to identify strategies and support (including any agreed resourcing) to enable the principal to carry out his/her responsibilities, meet the objectives and improve professional knowledge and performance; and the process and criteria, as per 4.2 below, by which the principal s performance is to be reviewed for that year. Every endeavour shall be made by the board and principal to reach agreement on a performance agreement that is acceptable to both of them. Where this has not been achieved the board or the principal may seek professional advice to assist them. Where a performance agreement acceptable to both parties is not achieved, the decision of the board in relation to the contents of the performance agreement for that year will be final. In such circumstances the principal shall have the right to attach written comments including any professional advice obtained under above and/or noting any objectives that he/she considers unreasonable, to the performance agreement which shall be considered during the review or other proceedings.

13 PAGE Performance Review The board will carry out the annual review of the principal s performance in accordance with the annual performance agreement. The review is in relation to the objectives in the performance agreement and to professional standards While the board shall retain responsibility for the review it may delegate the management of the process to board member(s). The board or delegated board member(s) may decide to engage, following consultation with the principal, an external reviewer Evidence used in the review should be relevant and should be objective and /or robust The principal will assist the board to conduct any review under this clause and in particular will give to the board such information as the board requires to carry out the review The board will, in consultation with the principal, prepare a final report based on the review. The principal shall have the opportunity to comment on the final report, but is not obliged to do so. 4.3 Working relationship Where there is a problem in the working relationship between the principal and the board (including individual board members) that has not been informally resolved and is to the detriment of the school, the board, in consultation with the principal, may consider appointing a suitably qualified independent person to mediate or facilitate between the parties and/or undertake an impartial and objective assessment of the concern(s) This does not preclude the principal from requesting the process outlined in 4.3.1, to which the Board shall give due consideration; or either the board or the principal from utilising Part Eleven of this agreement to resolve any issues arising from their working relationship. 4.4 Secondary Principals Career Structure This clause outlines a career progression for secondary principals who meet the professional criteria as affirmed by their board and the service criteria. Payments made under this clause are to encourage and recognise individual professional growth, leadership and contribution of a secondary principal. Provided that the principal has entered into a performance agreement and undertaken an annual review as in clauses and 4.1 within the last 12 months, principals covered by this collective agreement will be entitled to a career allowance based on clauses 4.4 (j) and the following service and professional criteria:

14 PAGE 14 Stage Service criteria Professional criteria 1 Initial principalship 2 Experienced principal 3 Leading principal Minimum of 3 years continuous service as a principal in a New Zealand State or State Integrated Secondary School Minimum of 6 years continuous service as a principal in a New Zealand State or State Integrated Secondary School Minimum of 9 years continuous service as a principal in a New Zealand State or State Integrated Secondary School Meeting the requirements of the performance review/agreement (as in clause 4.1 and 4.2) Completion of the First Time Principals Programme (or similar) Participation in a professional learning and development plan which may involve (but is not limited to) mentoring, professional supervision, study or a professional learning and development project aligned with school goals. Meeting the requirements of the performance review/agreement (as in clause 4.1 and 4.2) Participation in a professional learning and development plan that demonstrates professional growth, including pedagogical leadership. This could be through further tertiary study/qualifications, a sabbatical project or professional learning project in own school context. Meeting the requirements of the experience principal (as above) Contribution to or leadership of a learning or professional community that contributes to the wider education sector. (d) The board of trustees is responsible for affirming that the principal meets the professional criteria, after which one of the following career allowances shall be made and will be paid fortnightly. A principal can only receive one payment under 4.4(d) at any one time. From the date this collective agreement is signed, the career allowances will apply as follows: (i) A secondary principal who meets the service and professional criteria for stage one will be entitled to an annual career allowance of $3500. (ii) (iii) A secondary principal who meets the service and professional criteria for stage two will be entitled to an annual career allowance of $7000. A secondary principal who meets the service and professional criteria for stage three will be entitled to an annual career allowance of $10,500.

15 PAGE 15 (e) (f) For the purposes of this clause continuous service is not broken by a gap in principalship of up to three years. Service as a principal in a New Zealand State or State Integrated area school shall be included in the calculation of service under the service criteria, provided that at the time of applying the principal has completed at least a year in a New Zealand State or State Integrated secondary school. Service will not be counted for periods of time spent: (i) (ii) (iii) (iv) on leave without pay; on secondment (other than as a principal in another school); as supernumerary in a teaching role; as a relief or acting principal (except where the acting or relief principal moves directly to a substantive principal role). (g) When there is a break of more than three years service before reappointment as a secondary principal, previous experience as a principal shall be credited as one half year of service for each complete year of principalship (that would otherwise be eligible as service for this allowance), allowing the principal the possibility of moving directly to any of the three career stages providing she/he meets the relevant professional criteria, provided that: (i) (ii) at the time of eligibility she/he has completed one year in their current position; that while they were on the break for three years or more the principal consistently maintained their teacher registration; (h) Where the principal does not meet these requirements, three years service must be completed prior to the previous experience as a principal being credited as one half year of service for each complete year of principalship (that would otherwise be eligible as service for this allowance). Secondary principals employed as at 17 February 2011 who have met the service criteria of stage one (or higher) but have not participated in a First Time Principals Programme and who are no longer eligible to do so shall demonstrate through their professional learning and development plan that they have participated in professional learning activities similar to the First Time Principals Programme. (i) A principal who is undergoing corrective action pursuant to clause or 6.3 of this agreement shall not receive the career allowance from the commencement of the procedure until such time as the corrective action has successfully been completed at which time the career allowance recommences. (j) To maintain eligibility for the career allowance, every three years the principal s board of trustees must re-affirm that the principal meets the service and professional criteria and has undertaken a performance agreement and annual review within the previous 12 months (consistent with clause 4.1 and 4.2).

16 PAGE 16 Part Five - Leave 5.1 Eligibility Only principals appointed to permanent positions are entitled to the leave provided in this part, unless otherwise stated. 5.2 Sick Leave Entitlement A principal who is granted on application leave of absence on account of sickness or injury not arising out of or in the course of the principal s employment shall be entitled to sick leave on pay for a period or periods not exceeding a total amount determined in accordance with the scale set out in the following table. The period of sick leave due at any time shall be the amount specified in the following table, less the total amount of sick leave with pay that the principal has already taken during her/his teaching service. Length of total teaching service Up to 3 months Over 3 months and up to 6 months Over 6 months and up to 9 months Over 9 months and up to 5 years Over 5 years and up to 10 years Over 10 years and up to 20 years Over 20 years and up to 30 years Over 30 years Aggregate period for which sick leave on pay may be granted during teaching service 7 days 14 days 31 days 46 days 92 days 154 days 229 days 306 days In exceptional circumstances the board may grant sick leave with pay in excess of the periods prescribed in the table set out in this clause (5.2.1) in anticipation of future entitlements, provided that no extension may be granted beyond 306 days. For the purposes of this clause (5.2.1), disregarded sick leave not exceeding an overall aggregate of two years may be granted under conditions prescribed by the Secretary for Education. Notwithstanding this clause (5.2.1), retired principals have a new sick leave entitlement based on service from the date they commenced teaching after their retirement The sick leave entitlement is to be administered in accordance with the same rules as applying to teachers in the school Disregarded sick leave not exceeding an overall aggregate of two years shall be granted by the Secretary for Education in the following circumstances: The sickness can be traced directly to the conditions or circumstances under which the principal is working; or

17 PAGE 17 (d) The injury was suffered by the principal in the discharge of duties through no fault of the principal; and in circumstances where payment has not been made by the Accident Compensation Corporation; or In the opinion of the Secretary for Education, the absence was due to war injury or to war service; or The absence was due to the principal contracting a disease which, in the opinion of the Secretary for Education was for the time being epidemic, or by reason of the principal being in contact with a person suffering from such a disease and being required to undergo a period of isolation in accordance with a decision made under regulations administered by the Ministry of Health. In the case of hepatitis, however, the period of disregarded sick leave is the time that the principal s doctor decides is necessary for the principal to remain away from school An board may grant a principal who contracts tuberculosis disregarded sick leave with full salary for a period of up to six months in addition to any period of leave of absence on account of sickness or injury to which the principal is entitled with full salary in accordance with the scale set out in clause above if the principal enters, or is placed on a waiting list for entry to, a recognised institution Notwithstanding above, holders of long term relieving appointments and principals available for and eligible for future permanent appointments shall only be granted disregarded sick leave, as provided for in above, where they have been in continuous employment before the date of application and have been medically examined before entry into the teaching service No deduction is to be made from the holiday pay of principals for periods of sick leave without pay for periods not exceeding three months (90 days) in any one school year. Where the total amount of sick/accident leave without pay is in excess of three months (90 days) the deduction is based on the period subsequent to the three months (90 days). The initial three months (90 days) are unaffected. In order to receive the benefits of holiday pay for periods of sick leave without pay, a principal must first have used her/his current sick leave entitlement. Principals with current entitlements to sick leave are not covered by the non reduction in holiday pay provisions if they apply to receive sick leave without pay instead. They should be advised of this when notified of the approval The board may allow a principal who has been on sick leave to return to duty on a reduced hours basis if the principal s doctor so recommends and provides a medical clearance, and there would be no staffing problems for the school. This arrangement should not, however, normally be allowed to continue for more than six weeks. The following provisions apply: The daily hours not worked are to be aggregated and debited against sick leave on the basis of a five-hour day. Whole days or half-days of absence are to be debited as whole or half-days.

18 PAGE 18 (d) When the absence is on account of injury by accident and earnings related compensation is payable to the principal, normal pay is to continue and the Secretary for Education is to obtain reimbursement of earnings related compensation from the Accident Compensation Corporation in accordance with the usual procedures. If the accident was work related there is no debit against sick leave entitlement. However, if the accident was non-work related, the sick leave entitlement is debited to the extent to which the salary payable for time actually worked plus the earnings related compensation is made up to give normal full salary (provided, of course, the principal has a sick leave entitlement available). 5.3 Parental Provisions Birth in this section means the birth of a child whether live or stillborn, within the meaning of the Births, Deaths, Marriages and Relationships Registration Act Maternity Leave A principal who is pregnant is entitled to maternity leave without pay. Leave may commence at any time during the pregnancy subject to the principal giving the board one month s notice in writing, supported by a medical certificate. A shorter period of notice will be accepted on the recommendation of a medical practitioner. A female principal with 12 months or more service as a teacher or principal, but excluding any periods of teachers college or university training, shall be entitled to 12 months leave from the date of birth. The amount of leave taken shall be at the election of the principal. A female principal with less than 12 months such service shall be entitled to six months leave from the date of birth and may be granted up to six months additional leave at the discretion of the board. A female principal intending to legally adopt a child under the age of 12 months shall, subject to satisfactory evidence, be entitled to maternity leave from the date of assuming responsibility for the child as if paragraph or above applied. The requirement of one month s notice does not apply The principal s position shall be held open (subject to transfer and redeployment provisions) for the duration of maternity leave. If a relieving principal is employed it will be a condition of the relieving appointment that it will be terminated by the board concerned within one month from the date that the permanent incumbent gives notice of intention to return to work early. A principal must give her board at least one month s notice if it is her intention to return to work before maternity leave expires. This provision shall not apply in the case of a woman who has had a miscarriage or a stillborn child. In such cases the principal may elect to return to work immediately A principal intending to resign because of pregnancy must be advised of her right to take maternity leave.

19 PAGE Maternity Grant Maternity grant is payable to female principals on production of a birth certificate or evidence of an approved adoption placement, whether she is granted maternity leave without pay or resigns because of pregnancy or adoption except as follows: The maternity grant is not payable where a principal has not produced a medical certificate confirming pregnancy, or confirmation from the appropriate authority of suitability as an adoptive parent, before commencing leave or resigning. No provision is made for payment of a maternity grant in the case of a miscarriage. The amount of the grant is calculated on the basis of six weeks full salary at the rate applicable at the date of birth (or placement in the case of adoption) to the position from which the principal was granted leave of absence or resigned as the case may be. When a principal is absent on maternity leave for less than six weeks (30 working days), the full grant equivalent to six weeks salary is still payable. The maternity grant is not reduced because salary is being received Parental Leave Other Principals The provisions of the Parental Leave and Employment Protection Act 1987 shall apply Sick Leave During Pregnancy Periods of illness due to pregnancy prior to the birth may be charged against the principal s sick leave entitlement. Normal rules for sick leave with regard to production of a medical certificate apply. Once the principal has commenced parental leave, any day(s) of sickness must be leave without pay and in no circumstances may a principal have an absence during or following the birth of the child credited against her sick leave entitlement. 5.4 Bereavement/Tangihanga Leave for Death in New Zealand or Overseas Principals shall be granted leave with pay to allow a reasonable opportunity to discharge their obligations and/or to pay their respects to a deceased person with whom they have had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a tangihanga (or its equivalent) In granting time off therefore, and for how long, the following points must be taken into account: The closeness of the association between the principal and the deceased; (Note: This association need not be a blood relationship.) Whether the principal has to take significant responsibility for any or all of the arrangements to do with the ceremonies resulting from the death; The amount of time needed to discharge properly any responsibilities or obligations;

20 PAGE 20 (d) (e) (f) Reasonable travelling time should be allowed, but for cases involving overseas travel that may not be the full period of travel; A decision must be made as quickly as possible so that the principal is given maximum time possible to make any arrangements necessary. In most cases the necessary approval will be given immediately, but may be given retrospectively where necessary; If paid special leave is not appropriate then leave without pay should be granted If a bereavement occurs while a principal is absent on annual leave, sick leave with pay, or other special leave with pay, such leave may be interrupted and bereavement leave granted in terms of clauses and above. This provision will not apply if the principal is on leave without pay. 5.4 Nga Whakarite Tuku Tangihanga Mo te mate i roto o Aotearoa, ki tawahi ranei Ka taea te tuku i tetahi kaiako me te utu ano hoki, kia watea ki te whakarite i nga ahuatanga ki te whakatakoto i tona aroha ranei ki tetahi tupapaku, i tino tata atu mohiotia hoki e ia. Tera pea nona ake, he whanaunga tonu ranei, i raro i nga ahuatanga a iwi ranei kia tae atu ki tetahi wahanga, ki te katoa ranei o te wa o te tangihanga, hura kohatu, etahi atu tikanga a rite ranei No reira mo tenei tu ahua tuku, me te roa o te tuku kia watea, me whai i nga ahuatanga e whai ake nei: (d) (e) (f) Te tata atu o te kaiako ki te tupapaku (kia mohio: tenei tata e ki ana me toto tonu nou); Mehemea he wahanga nui ta te kaimahi ki te whakahaere, kaore ranei, i nga whakariterite mo te tangihanga; Te wa tuku kia watea e hiahiatia ana, mo enei whakahaere, whakariterite hei mahi mana; Me whakaaetia tetahi wa e tika ana mo te haere atu hoki mai, engari mena he haere ki tawahi kaore pea e whakaritea mo te katoa o te haere, hoki mai ano hoki; Kia tere tonu te whakatau i te tono kia tere ai te watea o te kaiako ki te whakariterite i nga mea katoa e pa ana ki a ia. I te nuinga o enei tu ahuatanga ka hoatu tonutia te whakaae, engari i etahi wa, kua tae kua hoki mai ke te kaimahi ki te tanihanga, i mua o te hoatutanga i te whakaae mena e tika ana; Mehemea kaore e tika ana kia whiwhi i tenei tuku whakawatea me te utu hoki, tera pea ka whakaaetia kia tangohia atu i o whakawatea (hararei) a tau, whakawatea mo te kore utu ranei, engari koinei te mutunga.

21 PAGE Mehemea ka pa mai he aitua ki tetahi kaiako i te wa o tana whakawatea a tau, o tana whakawatea a turoro (me te utu), o etahi atu whakawatea hirahira (me te utu) ranei, ka taea te whakatarewa i taua whakawatea, kia pai ai te tuku whakawatea tangihanga ki a ia i raro o te ture i runga ake nei. Kaore tenei whakaarotanga e tukuna mehemea kaore te kaiako i te utua mo te wa whakawatea. 5.5 Leave for Family Reasons A principal may be granted leave for family reasons subject to meeting the requirements as provided for in clauses below. Relieving principals may be granted leave for family reasons as for permanent principals. Definition for the purposes of clause 5.5, the terms near relative and near relative-in-law mean the principal s: Grandparents, Father-in-law, Sons-inlaw, Grandchildren, Mother-in-law, Daughters-in-law The terms do not exist beyond those degrees of relationship Serious Illness A principal may be granted leave with pay on account of serious accident or a crisis in a severe illness of a: (i) partner, child, parent, brother or sister two days; (ii) a near relative, near relative-in-law or a member of the principal s household one day. The maximum period of leave on full pay that may be granted for this purpose, including travelling time, is seven days Leave for Sickness in the Home The board may grant a principal leave with pay as a charge against a sick leave entitlement when the principal must be absent from work to attend to a member of the household who through illness becomes dependent on the principal. Members of the household may include the principal s child, partner, or any other member of the principal s family or household. Approval is not to be given for absences during or in connection with the birth of a principal s child. Such situations should be covered by leave without pay, paternity leave, annual leave or anticipated annual leave Recurring Serious Illness When a principal applies for several periods of leave because of recurring illness in the family the board has a discretion as to how many times leave with pay is granted in the same school year, having regard for the welfare of the school or class concerned. Note: The production of a medical certificate or other evidence of illness may be required in the case of leave granted in terms of clauses 5.5.2, and Important Family and Other Occasions A principal may be granted one day s paid leave per year plus traveling time in terms of clause 5.8 below for the following occasions:

22 PAGE 22 (d) (e) Their own wedding or that of their child, a sibling, parent, grandchild or grandparent; Their parents golden or diamond wedding anniversary; Their own ordination, vice-regal investiture, admission to the bar or capping or that of their partner, child, sibling or parent; Attendance at court for an adoption order; Rosh Hashonah and Yom Kippur for principals of the Jewish faith. 5.6 Refreshment Leave Subject to below, upon application, a principal shall be entitled to one school term of unpaid refreshment leave after three years service in the school and up to one year of such leave after five years service in the school Entitlement to refreshment leave is subject to: The principal providing reasonable notice to the board of their intention to take refreshment leave; and The board s ability to find a suitable reliever to fill the vacancy created by the principal taking the leave. A suitable reliever is an individual who will be able, to the satisfaction of the board, to relieve in the school during the period of the principal s leave. The board shall use reasonable endeavour to find a suitable reliever. Reasonable endeavour in this context does not mean advertising regionally or nationally, except as required in this agreement. It does not require the board to place more than one advertisement; and The principal not being subject to current competence or disciplinary processes under this agreement or previous agreement at the time that leave is sought Time off on refreshment leave will not count for the purposes of sick leave or holiday pay calculations or for entitlement to public holidays A principal may not take up employment in another state or integrated school while on refreshment leave. This restriction does not preclude a principal on refreshment leave agreeing to undertake occasional day-relief duties. Note: The qualifying periods set out in for refreshment leave relate solely to this provision and do not apply to any other forms of leave. 5.7 Special Leave Special leave of absence with or without pay may be granted to a principal subject to meeting the requirements as provided for in clauses below. The special leave provisions apply to full-time permanent and long-term relieving principals.

23 PAGE Court Proceedings Except when principals are pursuing their own interests or where answering charges against themselves, the board will grant leave with pay when a principal is required by subpoena to attend court proceedings as a witness or to serve on a jury; provided that where fees for service are paid, these fees shall be repaid to the board for repayment to the Public Account Candidates in General Elections The provisions of the Electoral Act 1993 and its amendments shall apply Sports Leave Where such leave is approved by the board, principals are entitled to leave with pay for overseas sports tours, inter-provincial fixtures, national championships and international competition within New Zealand subject to the following maxima per any 12 month period: overseas tours up to four weeks; inter-provincial fixtures and national championships up to six weeks; international competition within New Zealand one day for assembly and training, plus two days traveling time, plus the day or days of the fixture. Provided that relieving principals may apply for leave to be granted as for permanent principals Cultural Leave Where such leave is approved by the board, principals participating in recognised cultural activities within New Zealand or outside New Zealand are entitled to leave with pay on the same conditions as for sports leave. Provided that relieving principals, except those employed on a casual basis for only a few days at a time, may apply for leave to be granted as for permanent principals Meetings of Statutory and Local Authorities Principals may be granted, by the board, leave with pay plus necessary traveling time to attend meetings of statutory, local, Mäori and other authorities (or in other circumstances leave without pay may be granted to attend such meetings). For the purposes of clause the following are recognized Mäori authorities/organisations: (i) (ii) (iii) New Zealand Mäori Council; Mäori Women s Welfare League; Tribal Trust Boards;